{"id":176754,"date":"2022-10-11T15:52:19","date_gmt":"2022-10-11T14:52:19","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=176754"},"modified":"2022-10-31T22:15:23","modified_gmt":"2022-10-31T22:15:23","slug":"recruiting-disabled-applicants","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/recruiting-disabled-applicants\/","title":{"rendered":"What an Employer Needs to Know About Recruiting Disabled Applicants in England"},"content":{"rendered":"\n

As an employer, your duties at work towards those with disabilities begins before their employment. Among other obligations, you must treat disabled applicants fairly. Understanding these legal obligations is critical to avoid a claim for disability discrimination at <\/span>an employment tribunal<\/span><\/a>. This article will explain what you as an employer ought to know about disabilities when recruiting staff in England. <\/span><\/p>\n\n\n\n

What is a Disability?<\/span><\/h2>\n\n\n\n

A disability can be a physical or a mental impairment which has a <\/span>substantial and long-term adverse effect<\/span><\/a> on a person\u2019s ability to carry out normal day-to-day activities. Long-term means that the impairment will affect the person for at least 12 months of their life. However, the law recognises certain conditions as disabilities regardless of how long an individual may be affected by it, including:<\/span><\/p>\n\n\n\n